درخت حوزه‌های تخصصی

Purpose: This study was an attempt to find the impact of audio corrective feedback on Iranian intermediate EFL learners’ writing improvement at micro and macro levels using static and dynamic assessment methods. Methodology: This study employs a quasi-experimental design; The study population comprises individuals residing in Yazd, Iran, aged between 22 and 30 years old, and possessing intermediate-level proficiency in the English language.Forty Iranian intermediate EFL learners were randomly chosen and assigned to two groups of static and dynamic assessment, each comprising 20 learners. Both groups received audio corrective feedback on the micro (grammatical range and accuracy and lexical resource) and macro (task response and coherence and cohesion) writing skills. The data were collected by the pre-test and post-test of writing and analyzed by multivariate analysis of covariance (MANCOVA). Findings: The results revealed significant effects of audio corrective feedback on EFL learners' writing skills. Improvements were observed in grammatical accuracy (F = 12.45, p < 0.01), lexical resource (F = 9.67, p < 0.05), task response (F = 14.32, p < 0.01), and coherence and cohesion (F = 11.21, p < 0.01). Furthermore, comparison between the static and dynamic assessment groups showed a more pronounced improvement in the dynamic group, with significant differences in micro skills (F = 5.78, p < 0.05) and macro skills (F = 6.34, p < 0.05). Conclusions: The results of this study indicate that the dynamic assessment approach had a statistically significant effect on enhancing both micro and macro-level writing skills among the participants. Notably, it had a more pronounced impact on the improvement of task response and grammatical range and accuracy. This highlights the potential of dynamic assessment as a valuable tool for educators and curriculum designers to promote more comprehensive writing skill development in Iranian EFL learners.

Purpose: The human resource studies seek to investigate the effective factors on education and its impact on the development of human learning in organizations. As a result, considering the importance of human resources training in all organizations, the present research was conducted with the aim of designing human resources training model with blended learning approach in government banking. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The statistical populations were included documents related to the field of human resources training with the blended learning approach in the last 15 years, which 35 documents were selected as a sample with using the purposive sampling method. To collect the findings were usedfrom notes taking method from the documents, which whose validity was confirmed by the triangulation method and their reliability was obtained by the Cohen's kappa coefficient method 86.9 percent. The data were analyzed by thematic analysis and under three types of open, axial and selective coding. Findings: The findings showed that for the human resources training model with blended learning approach in government banking were identified 118 basic themes, 24 organizing themes and 9 comprehensive themes including educational leadership based on understanding and recognition, educational planning and targeting, optimization of educational processes, educational interactions, dynamic learning indicators, features of learning organization, explanation of educational goals, organizational agility and development of human resources training models. In the end, the human resources training model with blended learning approach in government banking was drawn. Conclusion: The results of this study can have practical implications for the officials and planners of the government banking, and they based on the themes of the present research can take an effective step towards improving human resources training according to the blended learning approach.

Purpose: The compliance ethical characteristics plays an important role in urban management, and accordingly, the purpose of this study was identifying the effective ethical codes on urban management with a meta synthesis method. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The field of research was all articles of effective ethical codes on urban management in 2012 to 2022 years, which number of 26 articles from 311 articles based on the inclusion criteria were selected with purposive sampling method. The data were collected by taking notes from the articles and analyzed with content analysis method based on meta synthesis approach of Sandelowski and Barroso's seven-step. Findings: The findings showed that were identified 94 concepts in 16 components and 6 categories for effective ethical codes on urban management. The categories were include urban management ethics codes (with 4 components of individual codes of ethics of employees, ethical codes of managers, ethical codes between employees and ethical codes of organizations with people), procedures of the organization (with 2 components of problem definition and stakeholders), content factors of the organization (with 3 components of environmental factors, organizational factors and fundamental factors), structural strategy (with 2 components of informing and training and correction and improvement of functions), content implementation levels (with 3 components of ethical system leveling, identification of values in the organization and mechanisms of moral strengthening) and implementation consequences of ethical codes (with 2 components of intra-organizational consequences and extra-organizational consequences). Finally, the pattern of effective ethical codes on urban management was drawn. Conclusion: The pattern of effective ethical codes on urban management can help specialists and planners in improving the situation of urban management.

Purpose: Today, the quality of training plays an important role in improving the performance of organizations. Therefore, the current research was conducted with the aim of determining the effect of individual learning on improving the quality of training of the staff of Eghtesad Novin Bank. Methodology: This research in terms of purpose was applied and in terms of implementation method was descriptive from type of correlation. The research population was all the staff of Eghtesad Novin Bank of Tehran city with number 937 people. The sample size based on the Krejcie and Morgan table was determined 272 people who were selected by cluster random sampling method. The research tool was researcher-made questionnaires of individual learning (8 questions) and quality of training (23 questions), which its face validity was confirmed by the opinion of experts and its reliability was estimated above 0.70 by Cronbach's alpha method. Data were analyzed by exploratory factor analysis and structural equation modeling in SPSS and LISREL software. Findings: The findings showed that the factor loading of all items was above 0.40 and individual learning had two components of intrapersonal factors and interpersonal factors and the quality of training had only one component. The average variance extracted of the components was above 0.50 and their reliability was above 0.80 by Cronbach alpha and combined methods. Also, the model of the effect of individual learning on improving the quality of training of the staff of Eghtesad Novin Bank had a good fit and individual learning had a positive and significant effect on the quality of training (P<0.001). Conclusion: Considering the effect of individual learning on the improvement the quality of training of the staff of Eghtesad Novin Bank, the planners of this bank can improve the quality of training through individual training and learning.